Feldheim Lab: Postdoctoral Scholar

The Department of Molecular, Cell and Developmental Biology at the University of California, Santa Cruz (UCSC) invites applications for a postdoctoral scholar who will work under the direction of Professor David Feldheim. The postdoctoral scholar will participate in research in neuroscience with a central role in the lab's goal of understanding how auditory information is processed by the brain to create maps of auditory space and how auditory and visual input are integrated. The successful candidate will record the electrical activity of a large population of neurons in the brain in mice in response to a wide variety of auditory and multisensory stimuli and will use optogenetics to determine the function of auditory brain areas.

Applicants with any of the following areas of expertise or experience are strongly encouraged to apply: strong computational, software and data analysis skills; experience in instrumentation development; previous experience with Neurobiology experiments; and/or a track record of successful publications.

Applicants with expertise in neuropixel recordings are particularly valued and are strongly encouraged to apply.

APPLICATION REQUIREMENTS

All documents and materials must be submitted as PDFs and should be forwarded to Professor David Feldheim (dfeldhei@ucsc.edu).

Please refer to Position #JPF01830 in all correspondence.

Required Documents/Materials

• Letter of application that briefly summarizes your qualifications and interest in the position.
• Curriculum vitae.

RECRUITMENT PERIOD

Full consideration will be given to applications completed by December 16, 2024. Applications received after this date will be considered only if the position has not been filled.

Feldheim Lab: https://feldheimlab.mcdb.ucsc.edu/home/members

Ph.D. (or equivalent foreign degree) in neuroscience, physics, biophysics, bioengineering, computer science, computational neuroscience, or another related discipline. Ph.D. must be in hand at the time of appointment (rather than at the time of application).

As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

• "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer.
• UC Sexual Violence and Sexual Harassment Policy
  
• UC Anti-Discrimination Policy for Employees, Students and Third Parties
  
• APM - 035: Affirmative Action and Nondiscrimination in Employment
  

University of California Statement on Equal Employment Opportunity & Affirmative Action

Equal Employment Opportunity: The University of California (University) is an equal employment opportunity employer. The University prohibits discrimination against or harassment of any individual employed by or seeking employment with the University because of actual or perceived race, religion, color, citizenship, national or ethnic origin (including caste and actual or perceived shared ancestry or ethnic characteristics or citizenship or residency in a country with a dominant religion or distinct religious identity) , sex (including pregnancy, childbirth, lactation or related medical conditions), gender, gender identity, gender expression, gender transition, sexual orientation, physical or mental disability (including having a history of a disability or being regarded as disabled), medical condition (cancer-related or genetic characteristics), or predisposing genetic information (including family history), or veteran or military status. This prohibition also applies to discrimination or harassment because of a combination of the foregoing Protected Categories or based on an individual's association or relationship with an individual or individuals who are, or who are perceived to be, within a Protected Category.

This statement applies to all employment practices, including recruitment, selection, placement, supervision, working conditions, promotion, transfer, demotion, layoff, termination, compensation (including merit increases and salary), training and development, separation, and making reasonable and appropriate accommodations for individuals with disabilities. This statement is intended to align with the provisions of applicable State and Federal laws, the University's Anti- Discrimination Policy, and APM - 035 for the Affirmative Action and Nondiscrimination in Employment policy for academic appointment.

The Anti-Discrimination Policy prohibits retaliation in the form of an adverse action against any employee or individual seeking employment who reports alleged discrimination or harassment or related retaliation under the Anti-Discrimination Policy or who participates in, or assists with, the investigative process, reporting, remedial, or corrective action/disciplinary process provided for in the Anti-Discrimination Policy. An adverse action is conduct that would discourage a reasonable person from reporting discrimination, harassment, and/or related retaliation or from participating in a process under the Anti-Discrimination Policy, such as threats, intimidation, coercion, reprisals and adverse employment actions.

Affirmative Action: It is the policy of the University to undertake affirmative action consistent with its obligations as a Federal contractor, for minorities and women, for individuals with disabilities, and for protected veterans (Protected veterans include veterans with disabilities, recently separated veterans, Vietnam era veterans, veterans who served on active duty in the U.S. Military, Ground, Naval or Air Service during a war or in a campaign or expedition for which a campaign badge has been authorized, or Armed Forces service). The University is committed to apply every good faith effort to achieve prompt and full utilization of minorities and women in all segments of its workforce where deficiencies exist. Furthermore, it is our policy to promote equal employment opportunity and to take affirmative action through recruitment and employment efforts, training and development, educational opportunities, advancement in employment, transfer and other terms and conditions of employment of qualified minorities, women, individuals with disabilities, and protected veterans.

In conformance with Federal regulations, each campus of the University, the Lawrence Berkeley National Laboratory, the Office of the President, and the Division of Agriculture and Natural Resources is required to prepare and maintain a written affirmative action plan. Such plans must be reviewed and approved by the Office of the President and the Office of the General Counsel before they are officially promulgated. The affirmative action plan is an analytic tool that assists the University's evaluation of its employment programs and processes (consistent with all current legal and regulatory requirements), and documents good faith efforts made in all aspects of the University's employment processes, including efforts aimed at building recruitment pipelines, maintaining high quality standards, and supporting inclusive excellence.

Our obligations in this area stems not only from adherence to various State and Federal regulations, but also from our steadfast commitment to create a culture of inclusiveness and diversity where members of our community thrive and are able to reach their full potential.

For information on the scope and application of affirmative action plans see guidelines from the Office of Federal Compliance Programs (OFCCP).

Inquiries regarding the University's equal employment opportunity policies may be directed to the Equity and Equal Protection Office at the University of California, Santa Cruz, CA 95064 or by email at equity@ucsc.edu.

If you need accommodation due to a disability, please contact Disability Management Services at roberts@ucsc.edu (831) 459-4602.

Notice of Availability: In compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (the Clery Act), UCSC publishes an Annual Security and Fire Safety Report. This report is published by October 1st of each year and includes current institutional policies and procedures concerning campus safety and security; fire safety and evacuation policies; sexual misconduct and relationship violence reporting and response protocols; and crime and fire statistics for the three previous calendar years. A paper copy of the ASFSR is available upon request by contacting the UCSC Police Department at 114 Carriage House Rd., Santa Cruz, CA 95064, or by calling 831-459-2231 Ext. 1.

Under Federal law, the University of California may employ only individuals who are legally able to work in the United States as established by providing documents as specified in the Immigration Reform and Control Act of 1986. Certain UCSC positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. The university sponsors employment-based visas for nonresidents who are offered academic appointments at UC Santa Cruz, as outlined in campus policy CAPM 102.530.

UCSC is a smoke & tobacco-free campus.

UCSC is committed to addressing the spousal and partner employment needs of our candidates and employees. As part of this commitment, our institution is a member of the Northern California Higher Education Recruitment Consortium (NorCal HERC). Visit the NorCal HERC website to search for open positions within a commutable distance of our institution.

The University of California offers a competitive benefits package and a number of programs to support employee work/life balance.

As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

VISIT UC Santa Cruz